REGIONAL TALENT

INITIATIVES

BENDING THE TREND

EMPLOYER-DRIVEN | DATA-INFORMED | ACTION-ORIENTED

Anticipate and

build readiness

for talent needs

of tomorrow

Close today’s

workforce

shortagesREGIONAL TALENT INITIATIVES

CAN WE BREAK AWAY?

29%

34%

39%

2010 2015 2020 2025

Source: Woods and Poole, 2012

OUR IMPERATIVE:

75,000additional people finish college and choose to live and work in St. Louis by 2025

Source: Woods and Poole, 2012

Critical Paths to 2025

• Accelerate completion rates for traditional-aged students, particularly under-represented student populations

• Support returning adults in enrolling in and completing degrees or certificates

• Attract and retain recent graduates

Partnerships

Footer

Community Measures

http://www.stlregionalchamber.com/stleducationdashboard

High School Measures

http://www.stlregionalchamber.com/stleducationdashboard

College Measures

http://www.stlregionalchamber.com/stleducationdashboard

What is Upskilling?

•Investing in the development of skills and abilities of the current workforce to (1) meet the talent needs of companies and (2) improve economic opportunity and mobility for individuals.

•Upskilling can be done by:•Improving educational attainment•Apprenticeship•On the Job Training•Boot camps•Employer or Industry – sponsored professional development

What is Gateway to Degrees? • Higher Education Partnerships

• Neutral College Navigational Coaching

• Employer Engagement

Bridging The Talent GapLocations as of December 2018

The Graduate! NetworkSites as of December 2018

More than 2,300 Employer Survey participants to date(since mid 2016)

More than 950Employee Survey participants to date(since August 2018)

Who participated?

• 289 logged in to work on the survey. 198 fully completed surveys.

• Employer Size• 55% small employers (1 – 200 employees)

• 24% medium-sized employers (201 – 1,000 employees)

• 21% large employers (more than 1,000 employees)

• Most represented industries

• Professional, Scientific, and Technical Services (22%)

• Educational Services (11%)

• Health Care and Social Assistance (10%)

• Manufacturing (9%)

• Finance and insurance (9%)

Business Community Landscape

0% 20% 40% 60% 80%

High schooldiploma

Two-year degree

Four-year degree

Percent of labor pool possessing skills identified as applicable by employers

Baseline (HS) (49%)Education Premium

11% Gain

23% Gain

Across all skill types, education attainment is a solid predictor of more skilled labor pools

4-YR Degree

HS Diploma

Skill Needs Landscape

71%

79%

86%

86%

72%

19%

37%

48%

60%

64%

0% 20% 40% 60% 80% 100%

Leadership

IT Application

Problem Solving

Teamwork/Collaboration

Diversity

Applied Skills: Percent of respondents saying labor pool

posseses skill: High school diploma holders versus four-year degree

holders

Reasons for hiring difficulty

46%

48%

48%

53%

53%

0% 20% 40% 60%

Lack of the right work experience

Qualified candidates are not within ourpay range

Lack of the right skills for the job

Low number of applicants

Competition from other employers

Hiring Landscape

Learning landscape

The profile of future education needs for St Louis is changing

21%

31%27%

25%

20%

42%

30%

0%

10%

20%

30%

40%

50%

Anticipated increased need for graduates over the next 5 years

Learning Landscape

Partnering with education institutions is the most scalable and affordable way to make progress but relatively few employers take advantage

Only 13% of employers currently partner with local post-secondary institutions

80%But . . .

80% either definitely or possibly might consider partnering

Learning Landscape

Aggregated Employee Community Survey Update

January 2019

Survey Respondent Profile Across Sites

• 618 participants

• 39% younger than 35

• 62% female

• 23% speak more than one language

• 66% identify as White; 24% identify as Hispanic/Latino; 6% Black/African American

Respondent Profile

Education status: Credential Completions

Credential Completed N(%)

High school or equivalent484 (75%)

Certificate or technical credential 120 (19%)

Associate's degree 162 (25%)

Bachelor’s degree 362 (56%)

Advanced degree (Masters, MD, PhD, etc.) 152 (24%)

Education Status

What motivates those employees currently working on their education?

Currently Working On Credentials

54%

69%

73%

80%

0% 20% 40% 60% 80% 100%

To provide a good example for myfamily

My family/friends/community aresupportive

Personal reasons

To advance or change my career

But there are challenges lurking along the way

Currently Working On Credentials

33%

41%

51%

70%

0% 20% 40% 60% 80%

Keeping up with or performingsatisfactorily in my coursework

Keeping up with workresponsibilities

Keeping up with familyresponsibilities

Financing education costs

What will motivate employees to take action on their plans?

31%

33%

35%

56%

64%

0% 20% 40% 60% 80%

More information on careers andprofessional opportunities related…

More support from my employer

More information on how to getfinancial aid, sign up for…

More time to devote to myeducation

Improved financial ability

Planning To Work On Credentials

What education support is offered by your employer?

8%

58%

79%

57%

56%

26%

10%

37%

41%

25%

31%

0% 20% 40% 60% 80% 100%

I don’t know of any support my employer provides for education, …

None of the above

Non-financial education support

On-the-job training/learning

Non-college coursework support

College coursework support

Employee %Employer %

Workplace Education Programs

What do education friendly work place efforts do employees seek to pursue their education?

Workplace Education Programs

22%

23%

24%

28%

28%

29%

39%

41%

45%

49%

0% 20% 40% 60%

On-site classes

Publicly recognize significant education…

Allow employees to have breaks for study while…

Advice on education goals to advance my career…

Offer information/services that make education…

Promote a more education friendly work…

Create work schedules that fit class schedules…

Allow me to work from home

Financial aid for books and course materials/fees

Flexible work schedules to fit learning schedules

SECTOR-DRIVEN APPROACH TO BRIDGE TALENT GAPS

• Software Developers

• Computer Systems

• Analysis

• Information Systems

• Project Management

• Registered Nurses

• Personal Care Aids

• Diagnostic Services

• Customer Service

• Treatment Planning

• Lending Services

• Business Management

• Customer Service

• Risk Management

• Cyber Security

• Freight, Stock, Material

Movers

• Truck Drivers

• Engineers

• Skilled Trades

Information

TechnologyHealthcare

Financial

Services

Advanced Manufacturing,

Transportation, Construction

Information Technology

Centriq Training

Claim Academy

CoderVets

Fontbonne University

Franklin

Apprenticeships

Gateway Global

Kylar

LaunchCode/CoderGirl

Lindenwood university

Maryville University

McKendre College

Midwest Cyber Center

Missouri S&T

New Horizon

Nexual Academy

nPower

Ranken Technical

College

Saint Louis University

Savvy Coders

Slate

Southeast Missouri

State

Southern Illinois

University

Southwest Illinois

College

St. Charles Community

College

UMSL

University of Missouri

Columbia

Washington University

Webster University

Computer User Support

Specialists

Software Developers,

Applications

Computer Systems Analysts

Network and Computer Systems

Administrators

Computer and Information

Systems Managers

Computer Programmers

Computer Network Support

Specialists

Computer Occupations,

All Other

Software Developers,

Systems Software

Accenture

Adaptive Solutions

Group

Advanced Resources

Group

Bradford & Galt Inc.

Byrne Software

Technologies Inc.

Chameleon Integrated

Services

Daugherty Business

Solutions

Envision LLC

Ferguson

Consulting Inc.

iBridge Solutions LLC

KellyMitchell

Group Inc.

LRS Consulting

Services Inc.

NetEffects Inc.

NextGen Information

Services Inc.

Object Computing Inc.

Perficient Inc.

Programmer

Resources

International Inc.

Signature Consultants

Solution

Consultants Inc.

Stockell Consulting

SyllogisTeks

TDK Technologies LLC

Technology

Partners Inc.

TEKsystems Inc.

World Wide

Technology

Education and Workforce OrganizationsHigh-Demand OccupationsMajor Regional Employers

APPROACH TO “UPSKILLING”

• Move from programmatic support via direct advising to organizing employer collaboratives to develop internal pipelines

• Leverage and improve upon existing assets in higher education and workforce by fostering intentional collaborations with business

• Advocate for forward-thinking public policy that promotes life-long learning and skill development for adults

• Utilize innovative strategies, like apprenticeship, to enhance and improve upon skills

LESSONS, INSIGHTS, CHALLENGES

• Need collective action to grow our talent base• Discuss the importance of shared language, common

strategies, and unified vision• Leverage assets that exist

• Use data to spotlight key challenges and drive action• Community data (e.g. ACS, IPEDS)• Granular, local data (e.g. employer survey)

• Complete College America project

• Think big, act small• Focus on a narrow set of programs, projects that have the

greatest impact on overall results• Collaborate with partners – you don’t have to and

shouldn’t do everything